Employee Training and Career Development Paper
Employee Training and Career Development Paper
HRM/300
January 25, 2015
Dwight Walker
Employee Training and Career Development Paper
All organizations human resource department seem to have to the same concept of hiring. Yet when it comes to employee training and career development it turns out to be a whole different perception.
The role of training in an organizations development must be viewed from a different perspective. The first is the internal view which is vital to the efficiency of the businesses training. Second is providing training to its members. Training is important for employers business. Being that it allows the company to give to the development by education strategies and methods. It also helps to improve human relations by matching goals and policies. Training progresses the general image of the business and invests it with a step of professionalism. Third is the role for one to be discharged at the national level influencing national educational skills training policies and schemes. Fourth is raising awareness among employers for the need to surge investment in the development of human capital in an attempt to attain competiveness. Fifth is training of personnel or human resource managers, although these particular roles are downgraded. The sixth role of training in an organizations development is the provision of consultative services to members of the companies by helping trainers on improving or developing their in-house training, upgrading knowledge, and maintaining a directory of courses/programs. Seventh is a business being able to influence the provision of training. Eight is an employer developing training material that can be used for other initiatives for training.
Employee development methods consist of six different techniques. Some of which are on-the-job and some that are off-the-job. First off is job rotation is used in employees’ development as well as training. Job rotation can be either vertical or horizontal (Decenzo,
HRM/300
January 25, 2015
Dwight Walker
Employee Training and Career Development Paper
All organizations human resource department seem to have to the same concept of hiring. Yet when it comes to employee training and career development it turns out to be a whole different perception.
The role of training in an organizations development must be viewed from a different perspective. The first is the internal view which is vital to the efficiency of the businesses training. Second is providing training to its members. Training is important for employers business. Being that it allows the company to give to the development by education strategies and methods. It also helps to improve human relations by matching goals and policies. Training progresses the general image of the business and invests it with a step of professionalism. Third is the role for one to be discharged at the national level influencing national educational skills training policies and schemes. Fourth is raising awareness among employers for the need to surge investment in the development of human capital in an attempt to attain competiveness. Fifth is training of personnel or human resource managers, although these particular roles are downgraded. The sixth role of training in an organizations development is the provision of consultative services to members of the companies by helping trainers on improving or developing their in-house training, upgrading knowledge, and maintaining a directory of courses/programs. Seventh is a business being able to influence the provision of training. Eight is an employer developing training material that can be used for other initiatives for training.
Employee development methods consist of six different techniques. Some of which are on-the-job and some that are off-the-job. First off is job rotation is used in employees’ development as well as training. Job rotation can be either vertical or horizontal (Decenzo,